<![CDATA[Purpose: This study examines the effects of training and work environment on employee productivity through work engagement among Bank Himbara employees. Although previous studies have examined these variables separately, empirical evidence integrating their direct and indirect relationships through work engagement remains limited, particularly in the Himbara banking context. This study addresses this gap by applying Job Demands-Resources (JD-R) Theory to explain the proposed relationships. Research Methodology: A quantitative, causal-explanatory approach was employed using a cross-sectional design. Data were collected through a structured questionnaire from 413 employees of Bank Mandiri, BRI, BNI, and BTN during June–July 2026. Respondents were selected using the sampling procedure established in the study, and the constructs were measured using multiple indicators based on relevant literature. Validity and reliability were assessed before structural testing using Structural Equation Modeling with AMOS (SEM-AMOS). Results: The findings demonstrate significant relationships between training, work environment, work engagement, and employee productivity. Training and work environment significantly contribute to employee productivity, while work engagement significantly mediates the relationships between both training and work environment and employee productivity. Direct and indirect effects were evaluated using the structural model. Limitations: The cross-sectional design and self-reported data limit causal interpretation and generalizability. Contributions: Theoretically, this study extends the application of JD-R Theory in the Himbara context. Managerially, it highlights training and supportive work environments as strategies for strengthening engagement and productivity.]]>
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